Cross Border Talents
I redesigned a recruitment database that increased retention rate by 65%
I redesigned a recruitment database that increased retention rate by 65%
CBTalents' recruitment database had an outdated layout and too many manual actions that was slowing down recruiters productivity. My goal was to redesign, deliver new features, solve previous errors, and create a clear onboarding.
CBTalents' recruitment database had an outdated layout and too many manual actions that was slowing down recruiters productivity. My goal was to redesign, deliver new features, solve previous errors, and create a clear onboarding.
SaaS recruitment database (12 screens)
Role: Lead UX/UI Designer
Year: 2023
Teams involved: Design, Marketing, HR, Development
Context
Cbtalent is a global recruitment company with over 200 recruiters working remotely across four continents.
Some numbers for context
125+
international recruiters
15+
global recruitment managers
300k +
candidates added to the database per day
The team used a 2013 legacy recruitment database to manage candidates, but it became outdated and hard to maintain, hurting productivity and scalability.
Problem
Recruiters struggled with an outdated system full of confusing and duplicated candidate data, resulting in errors, outdated records, and reduced productivity due to excessive manual steps.
Why recruiters were quitting
the company?
One of the main issues we had was that Recruiters started quitting the company because the database was reducing their productivity with unclear usability and no
🖥️
Navigational
Lack of breadcrumbs that would allow users to know where they were and what actions to apply.
🕹️
Usability
With a confusing navigation, and errors users were struggling to interact and complete their tasks.
⏳
Performance
The large amount of errors and slow pages users couldn't complete tasks in time losing placement opportunities.
Goal
Modernize the recruitment database to boost recruiter efficiency, data accuracy, and adoption. The redesign focused on simplifying the user experience, reducing manual steps, and integrating key tools for a faster, more reliable hiring process.
Success was measured by higher recruiter retention, better onboarding completion, data accuracy, and time savings in data entry and submissions.
Discovery
Hearing from recruiters remotely working worldwide. I regularly onboarded over 30 new recruiters each month, introducing them to the company culture, tools, and team. I knew every manager they’d work with and served as the main contact for any technical issues.
Hearing from recruiters remotely working worldwide. I regularly onboarded over 30 new recruiters each month, introducing them to the company culture, tools, and team. I knew every manager they’d work with and served as the main contact for any technical issues.
Who were the International Recruiters:
• Interviews scheduled everyday
• Commission-based professionals
• Live in more than 35 different countries
• Work fully remotely
• Interviews scheduled everyday
• Commission-based professionals
• Live in more than 35 different countries
• Work fully remotely
"As an international recruiter, I want to register my candidates in the company database smoothly, so that I can navigate it without errors and work efficiently."
What I'd do differently
With more time, I would have implemented the full UI design system to improve visual consistency and usability. I also would’ve conducted a second usability round post-launch to validate adoption and uncover opportunities for further refinement.
With more time, I would have implemented the full UI design system to improve visual consistency and usability. I also would’ve conducted a second usability round post-launch to validate adoption and uncover opportunities for further refinement.
💡 Compliance & docs for faster onboarding
💡 Up to date interface
💡 All recruiters work data in one place
💡 Compliance & docs for faster onboarding
💡 Up to date interface
💡 All recruiters work data in one place
